HR consultancy growing in Glasgow

The BeyondHR HR consultancy service expanded into Glasgow 4 years ago and continues to develop year after year. The HR consultancy in Glasgow has grown to a team of 4, with Laura Bannister joining us in October as our newest HR consultant.

Back in 2019, our CEO Neil McLeese commented “Our immediate ambition is to become the foremost HR consultancy in Glasgow, and we look forward to this challenge.”  Our team of HR consultants has taken on this challenge, growing the HR consultancy service in Glasgow and across the central belt to Edinburgh.

Neil now reflecting back on the last 4 years comments; “We started our Glasgow operation four years ago with big ambitions and, looking back, I couldn’t be any happier with how our first four years have gone. When we opened our office, we only had one client but now we are privileged to be the trusted HR partner for more than 100 businesses across Scotland.  So far, our team has grown to four – all of them are great professionals who really care about our clients and provide them with great service.  Our original ambitions haven’t changed so we are excited to see how far we can progress in the next four years!”

HR consultancy services in Glasgow

Our HR consultants provide HR support for employers throughout Scotland*, not only in Glasgow with both outsourced HR services and HR consultancy projects, covering a wide range of HR issues in the workplace – including;

  • Employment law advice
  • Contracts of employment
  • Developing workplace policies for employee handbooks
  • Managing employee performance
  • Employee disciplinaries
  • TUPE Process
  • Probationary periods
  • Redundancy process
  • Assisting with workplace grievances
  • Advice on the dismissal process
  • HR management software
  • Absence management
  • Employee Training
  • Recruitment

HR partnerships in Glasgow

Converge

The HR consultancy joined Converge as a professional partner as “we wanted to use our experience to help small businesses with their HR issues as they start to employ people.” We have been professional partners with Converge for 4 years, and each year it brings great networking opportunities for start-ups and ourselves to develop our HR consultancy in Glasgow.

Premier Partners with Causeway Exchange

Causeway Exchange puts us in touch with like-minded entrepreneurs who are trying to promote and grow their businesses across Ireland and Scotland.
The network is very active with well-attended face-to-face events. We are thrilled to be joining Causeway Exchange as their latest Premier Partner and delighted to be working with the Causeway Exchange team at this level, helping to support more businesses with their HR and Health and safety needs. Our support will benefit businesses working across Scotland and Ireland, looking forward to working with the Causeway Exchange members. 

HR consultancy in glasgow

Renfrewshire Chamber

Director Natalie O’Hare was announced as a Director on the Board of Directors for Renfrewshire Chamber of Commerce in Glasgow and more recently judged at the ROCCO Awards 2022 for the Most Promising New Business.

The Renfrewshire chamber provided multiple networking opportunities this year, including the Business Exhibition in May, which provide the chance to speak with visitors and other business owners.

Be proactive in safeguarding your business with an HR consultancy service protecting your business from potentially unfair dismissal claims or tribunal penalties for not following correct employment laws, adding 3-4 weeks’ pay for employee compensation.

BeyondHR is a team of professional HR Consultants with offices in Northern Ireland and Glasgow, Scotland. The company has more than 25 years of experience in providing outsourced HR services and HR projects for employers. 

If you would like more information or a free HR consultation, please do not hesitate to get in contact for more information on our HR consultancy in Glasgow or follow us on LinkedIn.

*with clients based in Edinburgh, Aberdeen and Dundee.

The FIFA World Cup 2022: Managing Absence and Monitoring Working from Home Employees  

The FIFA world cup 2022 kicks off on Sunday 20th November in Qatar with many of the games being played during traditional UK working hours, which could potentially cause distraction and lower productivity in the workplace. Employers may feel they need to increase their monitoring of employees working from home and review how they are managing absence effectively.

Employers may experience a higher level of requests for the same period of annual leave and change of shifts, furthermore, sickness absence may increase and the productivity of those employees working from home may decrease on match days, creating a greater need for managing absence in the workplace.

In 2021, Wales had the highest sickness absence rate in the UK at 2.8%, and England with 2.1%. Both countries are playing in the 2022 World Cup and are starting in the same group in the opening stages.  Employers may want to be vigilant when the teams are playing and consider the possibility of incorporating the FIFA World Cup into the workplace (this doesn’t mean streaming the game on a TV). 

Absence management policy

If employers aren’t managing absence effectively, it may impact the overall performance of the company. Particularly in the hospitality industry which is already experiencing staff shortages putting remaining employees under increased pressure. Employers should use this time to review their absence management policy highlighting this to staff in order to keep absenteeism to a minimum.

The busy festive period is beginning for many businesses including retail and hospitality, reiterating the need for effectively managing absence during the FIFA World Cup.

Alternatively, leave requests could be considered on a first-come, first-served basis during this period however consideration of business needs is a priority. Employers mustn’t be seen to give preference to one particular group over another, as there could be a risk of discrimination claims, for example, giving preference to male employees for leave over female employees.

What to include in an absence management policy

Absence Notification procedure

  • Who the employee needs to contact if they are unable to attend work
  • The time absence must be reported by, such as at least 1 hour before start time
  • Whether communication should be via a phone call or text message, indicating if an email is unacceptable
  • Providing the reason for absence and potentially how long the employee will be absent – employers may ask for this information if it is not provided by the employee.

Procedure for repetitive absenteeism and poor timekeeping

  • Companies should be keeping a record of each employee’s absence and the reasons for absence, to identify absence patterns and act on them appropriately.
  • Employees with repetitive absence or those who are frequently late to work may face disciplinary action
  • Poor timekeeping may increase when alcohol is consumed, so employers should remind employees that attending work under the influence of alcohol may lead to disciplinary.

Leaving the premises during working hours

  • Prior permission is required before an employee leaves the premises or if remote employees take time off. Employees may be subject to disciplinary action if these procedures aren’t followed.
  • Employers may also want to consider remote/hybrid employees who may potentially work from other environments which are not their homes, including taking work laptops to pubs to watch the World Cup.

Return to work procedure (optional)

  • Conducting return-to-work interviews following every absence will help prevent unnecessary sickness absence as employees are required to give a valid reason for missing work.
  • Following a return-to-work interview template is advised – we can provide your business with this template.

Another policy to consider is the internet and social media policy, which may decrease the likelihood of misuse of social media or the internet at work during match times.

The internet and social media policy may include the company’s stance on using company laptops for personal use or repetitive use of social media in the workplace. Furthermore, social media policies may include reference to harassment and bullying online, employees should be reminded of this as excitement or tension during matches may lead to unnecessary content going online which an employee may later regret.

How to monitor employee performance whilst working from home

Those working from home (full-time or hybrid working) may think they have an advantage in watching the world cup, however, may not be fulfilling their job responsibilities during this time even if a match is on as ‘background noise’.

Whilst there has been a shift from employees being present to employee outputs, monitoring employee performance whilst working remotely is more important.

Businesses should be

  • Having regular meetings to discuss performance and highlight any areas of concern
  • Setting clear objectives for employees
  • Determining the level of management/supervision required
  • Recognising good performance
  • Addressing performance issues proactively
  • Providing feedback to employees

There are signs you can look out for in underperforming remote/hybrid employees if you believe they are not being truthful about their whereabouts, these include;

  • Poor response time to emails
  • Not meeting deadlines
  • Missing unscheduled teams/video calls
  • Noisey backgrounds during calls
  • Refusal to turn on the camera on video calls or keeping themselves on mute

Bringing the World Cup into the workplace

The FIFA World Cup could be used to benefit employee morale, boost employee satisfaction, and positively impact business performance. Companies may allow employees to listen to radio coverage of the games as they work or be more flexible to allow employees to take their authorised break times around the matches.

Streaming of the semi-finals and the final may be used as a team bonding activity. However, employers should be reminded of being in the work environment and that over-enthusiastic celebrations or excitement/tension may hinder their judgment or professionalism.

The excitement or tension of football matches may lead to offensive or discriminatory comments made towards another team’s nationality or the characteristics of the team’s players. Employers may want to consider carefully if the consumption of alcohol is allowed during matches being viewed at work as this may lead to employees raising grievances.

Managing absence in the workplace

If your business is currently experiencing issues with how they are managing absence, contact our HR consultants today for guidance on improving how your business is managing absence or to assist in the development of workplace policies to safeguard your business against claims.

The impact of social media in the workplace

Social media in the workplace can help employees to bond by finding similar interests or hobbies from what employees post on their platforms. Unfortunately, occasionally how an employee presents themselves on social media may not align with the business values or company culture.

Issues around social media in the workplace are becoming more prevalent and we have seen an increase in enquiries which include situations where employees have posted controversial content, where the company’s name is linked to the employee in question’s personal account.

How to manage social media in the workplace?

A social media policy can be developed for inclusion in an employee handbook, which states the business’ stance on social media in the workplace. This should not be solely based on the usage of social media during working hours. On average those who are active on social media in the UK spend 2 hours and 36 minutes on social channels such as LinkedIn, TikTok, Facebook, and YouTube videos.  Safe to say employees are using social media in the workplace.

However, companies need to protect themselves when employees posts content on social media which could be deemed inappropriate by the company. As with everything the company needs to ensure they are not discriminating against any of the protected characteristics when dealing with opinions shared on social media, for example, the person’s religious beliefs.

Whilst employee advocacy on social media channels can help to promote the company, some employers may take the stance of ensuring personal life and company life remain separate. This helps decrease the potential impact of social media posts damaging the company’s reputation.

What is a social media policy in the workplace?

A social media policy can detail what the employer deems to be an appropriate manner for employees to conduct or portray themselves on social media channels. The rationale is to reduce the likelihood of employees damaging the company’s reputation.

A well-drafted and structured social media policy can help to remove the risks associated with social media in the workplace. Employers and managers should incorporate the company’s social media policy into the induction process. The expectations of the employee posting online alongside the company’s dos and don’ts of posting on social media should be outlined. The company may then use this as a training tool going forward.

 

Using social media in the workplace

Within the overall social media policy, incorporating the company’s expectation on using social media in the workplace is required. It should outline if employees are permitted to use social media in the workplace or not. Companies can also include stipulations for using social media in the workplace, such as keeping usage to a minimum or restricting usage to outside of normal working hours i.e., lunchtimes, breaks, before and after work.

Other conditions include the usage that mustn’t interfere with job requirements or commitments and usage that complies with other workplace policies including bullying and harassment, Data protection policy, and the company’s disciplinary procedure.

Employers also need to be aware of BeReal a current trending app with Gen Z, where images only last 24 hours but users are able to capture images of their laptop screens which may create a breach in confidentiality.

How to manage misuse of social media in the workplace  

If an issue of misuse of social media has been reported, managers will need to commence a full investigation.  The employee should be invited to an investigation meeting to discuss the alleged inappropriate conduct and the manager will gather all other evidence.

Gathering evidence to support the report of misuse is critical, for example, if the reports are based on what the employee has posted online, screenshots of the posts will be required. Other evidence regarding the overuse of social media during normal working hours may include witness statements.

Having completed the investigation, the manager will then determine the need to progress to a disciplinary hearing.

Inviting the person to an investigation meeting to discuss the report or highlight the inappropriate conduct online in the first instance, the manager will need to discuss the possibility of disciplinary.

Managers and employers will need to establish the seriousness of the misuse of social media in relation to their social media policy and procedure. The employee handbook will indicate the seriousness of the misuse, many companies will include ‘improper use of the internet or email facilities’ within gross misconduct, meaning the employee may be liable to dismissal if proven guilty.

Check out our free downloadable guide on conducting a disciplinary investigation, detailing how to follow the correct process for investigations in the workplace.

Examples of inappropriate use of social media

Trolling or harassment online

Posting of negative comments may be deemed as trolling/bullying, and other employee’s or customers/clients could see these comments which may impact both on company culture and client relationships. In addition to this, many professionals have LinkedIn profiles which mean they could locate the person who posted negative comments works – leading to reports of trolling or harassment online.

Confidentially breach  

A breach of confidentially can occur when an employee shares information such as the company’s finances, client lists, or employees’ personal information on social media. There may be a breach if an employee shares a picture of their laptop screen which has open documentation on social channels such as Instagram stories.

Making discriminative comments

If employees post opinions that are found to be discriminatory and involve any of the protected characteristics, including race, disability, or religious beliefs this may be deemed as gross misconduct leading to dismissal. When claims of this nature have been made, strong evidence of misconduct is required i.e. screenshots or screen recordings of the posts in question.

Sharing of opinions which may be damage a company’s reputation

If an employee posts opinions online about a company, another employee, or a client in a negative manner this may impact on the company’s reputation. If negative opinions are shared online, when a company is going through a recruitment campaign it may lead to a potential candidate withdrawing or not applying for the job.

If an employee posts negative comments about a customer or client online, this may damage the relationship between the company and their client/customer, who may opt to not use the company’s services or products moving forward.

Posting comments either directly or indirectly about another employee creates a hostile working environment and has a lasting effect on the employee and company culture.

What are the advantages of social media in the workplace?

Social media in the workplace can also have a positive impact, check out the examples below;

Showing staff appreciation and retention

Recognising employees’ work on social media helps them to feel valued and appreciated. Other ways to show appreciation include posting about employee achievements and work anniversaries.

Improving workplace relationship

Employees are able to communicate more freely with co-workers and social media communication can go a long way to enable collaboration across departments.

Helping to grow employer branding

Positive posting can aid in recruitment campaigns, by helping to highlight the company’s good culture as being inclusive and diverse. Candidates are more likely to apply for jobs if the company presents a positive presence online, assisting companies to beat the current war for talent.

Professional networking

Employees can engage in conversations with other business owners through posts or insights shared, which is good news for B2B companies helping to boost brand awareness. These connections could lead to new client signs up or referrals.

How we can help your business manage social media issues in the workplace

Our team of HR consultants will begin by reviewing your employee handbook to establish the businesses expectations and workplace policies for employee conduct on social media.                                                                                                          

Exciting new HR trends for 2022

Are you still living in 2020 and not quite sure where the last two years have gone? Is 2022 the year life becomes a bit more predictable again, potentially even those booked holidays will go ahead? While we aren’t certain PCR tests will be disappearing any time soon as we adapt into a new ‘normal’, we can be sure that the HR industry will see new and exciting trends in 2022.

Whilst staying up to date with employment law and statutory pay changes remains, we will also see new HR trends forming and others continuing. From the ‘great resignation’ still having an impact on businesses, to the increasing influence of artificial intelligence in admin tasks take the lead in HR management.

Check out our 5 HR trends for 2022:

1. Artificial intelligence

Digital transformation continues to storm the HR industry and the automation of administrative tasks will increase during 2022. This growth will allow HR managers to focus on more high impact tasks such as building more inclusive and diverse workplace cultures, instead of monotonous daily admin tasks.

At BeyondHR we are partner with Breathe HR to bring businesses HR management software designed to help to manage holidays, employee documentation and employee training. This allows managers and HR teams reduce their time managing administrative tasks for employees as well as helping to ensure efficient organisation of employee processes, including holiday cover and ensuring up to date training has been carried out by all personnel. 

2. Increased focus on mental health support

Employees are less likely to stay within stressful environments due to the impact on their mental health and well-being.   Company initiatives geared towards improving employee mental health and monitoring employee wellbeing, especially with WFH, are now essential. From open and regular communication between managers and co-workers. These conversations should not be only work related but personal.

Why do companies need to invest in employee well-being?

3 main reasons:

  1. Better employee engagement
  2. Increased employee performance
  3. Reduced sickness absence

When developing a mental health and wellbeing strategy, senior management should be fully engaged and liaise with all employees. Begin with reviewing the working environment and work demands – are these too high, adding unnecessary pressure to employees?

Social wellbeing within the company should be analysed, do employees have good working relationships or is there personal growth for employees helping to develop their careers? Companies can promote healthier lifestyle choices for their employees, furthermore, providing guidance on financial wellbeing should be a key aspect of any wellbeing strategy.

Our HR experts can provide support in monitoring a wellbeing strategy, establishing any potential information missing from the strategy.

3. The Great Resignation continues…

The great resignation continues in 2022, calling for greater company benefits and a greater need for transparency. People changing careers has soared by 50% globally in 2021 causing the biggest change in the recruitment market and skill shortages rising.

Company culture is playing a bigger role in recruitment, including how they manage employee wellbeing. Consideration should be given to companies’ online presence and employer brands, taking into consideration customer and former employees’ reviews. For example, candidates may search the company on Glassdoor which focuses on internal insights of a business.

What is your recruitment process, are you carrying interviews out by video call or face-to-face or both? Pre-pandemic 94% of final interviews were carried out face-to-face, post-pandemic this figure has dropped to 17%.  Are you willing to adapt your interview process to be flexible if candidates ask for video call interview?

4. Increased flexibility and dealing with rising absence

The 4-day week is likely to increase in 2022, employees valuing their time more following the pandemic. Companies may be wise to contingency plan how they might manage multiple flexible working requests and the feasibility of adapting to a 4-day week.

In regard to absence management procedures, we have already seen a recent change in statutory sick pay certification processes. Employees across the UK can now self-certify sickness for 28 days instead of 7 days until January 2022. This means companies are unable to ask employees for medical proof of sickness until after 28 days.

Effective absence management can lower absenteeism however, business will need to take a balance approach due to the ongoing war for talent in recruitment.

5. HR collaboration

HR departments can improve internal processes more effectively through collaboration with other teams, particularly IT and finance.

IT departments can help to provide quicker and securer methods of gathering and storing essential employee information as well as making it simpler for employees to manage their own sickness absence and holiday requests. Furthermore, IT departments may have improved methods for completing work through online platforms, helping to decrease the workload of employee. This may result in a better working environment and reducing stress levels.

Collaboration with finance can help with budgeting for new updated platforms for workload management, as well as, helping to develop a strategy for financial wellbeing policy for employees. HR departments can hold training and guidance for employees for managing their work and personal budgets. This is becoming more and more relevant with the increased costs from Brexit.

As mentioned, IT departments can have quicker and easier methods for completing tasks, which has great relevancy for transport industry and businesses importing from UK/Europe. Business have increased red tape for importing and exporting following Brexit, leading to more paperwork and documentation required. HR and IT can work together to create process to minimise the impact and time required for additional red tape.

We cannot be certain what 2022 holds for us, but as always, we are available to support your business and teams with any HR issue that may arise. We are looking forward to working with you this year. Contact us at [email protected]

HR Trends for 2022